Vice President, People Group Business Partnership

Ryan; Plano (TX); Hybrid; USD 180,000 - 240,000; Full time

Benefits offered by this job

PTO benefits

Paid parental leave (14 weeks)

Gym reimbursement

Benefits eligibility Day One

401K with employer match

Tuition reimbursement after 1 year

Fertility assistance program

Sabbatical eligibility after 5 years

Hybrid work options

Award-winning culture

Job summary

Ryan is seeking a seasoned HR leader to partner with the CPO and executive team to shape global people strategies, workforce planning, and organizational design across regions.

You will lead a team of HR business partners, drive talent management and change initiatives, oversee M&A integration, policy governance, and employee relations, while safeguarding compliance and culture.

Qualifications

• Bachelor’s degree in HR, Business, or related field required.
• Master’s degree preferred for senior leadership role.
• 15+ years of progressive HR leadership experience across regions.

Responsibilities

• Partner with the CPO and executive leadership to develop and execute human capital strategies aligned with goals and growth.
• Serve as a senior leadership team member, advising on workforce planning and organizational design.
• Lead enterprise-wide initiatives for growth, culture, and organizational effectiveness.
• Monitor industry trends and labor market dynamics to maintain competitive advantage.
• Partner with COEs to align talent and culture solutions with business needs.
• Lead a team of HR Business Partners supporting multiple regions and units.
• Provide guidance on organizational design, leadership development, performance management, ER, and change management.
• Ensure consistency in HR practices while balancing regional requirements.
• Oversee HR policies, governance, and compliance across jurisdictions.
• Drive talent management programs, succession planning, and leadership development.
• Support employee relations and culture initiatives and monitor engagement metrics.
• Manage HR due diligence and integration in M&A activities.

Skills

Strategic leadership

HR Strategy

Mergers & Acquisitions

Workforce planning

Employee relations

Org design

Change management

Executive stakeholder management

People analytics

Education

Bachelor's degree in HR, Business, Organizational Development, or related field

Master's degree preferred

Tools

HRIS

Workday/ SAP HR modules

Job description

• Generous Personal Time Off (PTO) Benefits
• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)
• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement
• Benefits Eligibility Effective Day One
• 401K with Employer Match
• Tuition Reimbursement After One Year of Service
• Fertility Assistance Program
• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service

Why Ryan?

• Hybrid Work Options
• Award-Winning Culture
• Generous Personal Time Off (PTO) Benefits
• 14-Weeks of 100% Paid Leave for New Parents (Adoption Included)
• Monthly Gym Membership Reimbursement OR Gym Equipment Reimbursement
• Benefits Eligibility Effective Day One
• 401K with Employer Match
• Tuition Reimbursement After One Year of Service
• Fertility Assistance Program
• Four-Week Company-Paid Sabbatical Eligibility After Five Years of Service

Key Responsibilities

Strategic Human Resources Leadership

• Partner with the CPO and executive leadership accordingly to develop and execute human capital strategies aligned with organizational goals and growth objectives.
• Serve as a member of the senior leadership team, providing strategic counsel on workforce planning, targeted organizational design, and change management.
• Lead enterprise-wide initiatives that support business growth, transformation, culture development, and organizational effectiveness.
• Monitor industry trends, labor market dynamics, and emerging practices to maintain a competitive advantage.
• Partner with PG COEs to drive proper alignment between talent and culture solutions with business-related needs.

Global Business Partner Leadership

• Lead and develop a team of PG Business Partners supporting multiple business units, functions, and geographic regions.
• Partner with business leaders to identify workforce needs and implement targeted solutions (aligned to enterprise programs and practices) that drive performance, productivity, and team member engagement.
• Provide guidance on organizational design, leadership development, performance management, employee relations, and change management.
• Ensure consistency in PG practices while balancing regional requirements and cultural considerations.

Mergers, Acquisitions, and Integration

• Lead all people-related aspects of mergers, acquisitions, divestitures, joint ventures, and business integrations.
• Conduct PG due diligence, including assessment of workforce risks, organizational structures, compensation programs, benefits, labor relations, and compliance issues.
• Develop and execute integration strategies that align talent, culture, organizational structures (specifically job and compensation), and PG programs and processes.
• Partner with legal, finance, and executive stakeholders throughout transaction lifecycles.
• Manage team member communications, retention strategies, workforce transitions, and change management initiatives during M&A activities.
• Ensure seamless integration of PG systems, policies, and programs following acquisitions.

PG Administration, Policies, and Procedures

• In partnership with PG Operations, oversee the development, implementation, and continuous improvement of PG policies, procedures, and governance frameworks.
• Ensure compliance with applicable employment laws, regulations, and labor requirements across all operating jurisdictions.
• Maintain employee handbooks, policy manuals, and standard operating procedures.
• Partner with legal and compliance teams to mitigate employment-related risks.

Talent Management

• Partner with the Talent Management team to ensure people and culture programs are tightly aligned to varying business needs.
• Lead the execution of enterprise talent management programs, including succession planning, leadership development, and high-potential team member programs.
• Oversee the execution of performance management frameworks that align team member objectives with business priorities.
• Partner with business and finance leaders on strategic workforce planning, budgeting, and headcount management.

Employee Relations and Culture

• Foster a positive, inclusive, and high-performance workplace culture.
• Provide executive-level guidance on complex employee relations matters and organizational challenges.
• Support team member engagement initiatives and monitor organizational health through surveys and workforce analytics.
• Promote company values and ensure alignment between culture and business objectives.

Compliance and Risk Management

• Ensure compliance with federal, state, local, and international employment laws and regulations.
• Oversee investigations, employee relations matters, and workplace conduct issues.
• Manage PG-related risk assessments and compliance audits.
• Develop and maintain policies supporting ethical business conduct and regulatory compliance.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
• Master's degree in Human Resources, Business Administration, Organizational Psychology, or related discipline preferred.

Experience

• 15+ years of progressive human resources leadership experience, including executive-level responsibilities.
• Significant experience leading Global HR Business Partner functions across multiple regions.
• Demonstrated success managing HR aspects of mergers, acquisitions, integrations, and organizational transformations.
• Experience developing and implementing enterprise-wide HR policies, procedures, and governance programs.
• Strong background in talent management, organizational development, employee relations, and workforce planning.
• Experience supporting senior executives and boards of directors preferred.

Certifications

• SHRM-SCP, SPHR, GPHR, or equivalent professional certification preferred.

Knowledge, Skills, And Competencies

• Strategic leadership and business acumen.
• Expertise in global human resources practices and employment regulations.
• Mergers and acquisitions integration experience.
• Organizational design and change management expertise.
• Strong knowledge of HR policies, procedures, governance, and compliance.
• Executive presence and influencing skills.
• Exceptional communication and stakeholder management abilities.
• Data-driven decision-making and workforce analytics expertise.
• Ability to lead through complexity, ambiguity, and organizational change.
• Strong project management and operational excellence capabilities.

Equal Opportunity Employer: disability/veteran